Professional Identity and Practice: A Comprehensive Report

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PROFESSIONAL IDENTITY AND PRACTICE

Table of Contents
Introduction...............................................................................................................................3
LO1. Importance of ongoing professional development...........................................................3
P1 Key benefits of ongoing professional development.....................................................3
P2 Expectation from professional employment....................................................................4
M1 Importance of ongoing professional development..........................................................5
D1 Evaluation of skill and competency.................................................................................5
LO2. Assessment of skill and competency and approaches for development.........................6
P3 Ability, competency and skill for job role.........................................................................6
P4 Range of learning theories..............................................................................................7
M2 Development approach for improvement of professional and personal skill..................8
LO3. Professional development plan.......................................................................................9
P5 Construction of development plan...................................................................................9
M3 Detailed plan in application to underpinning learning...................................................15
D2 Comprehensives development plan..............................................................................15
LO4. Range of service industry..............................................................................................16
P6 Job interview for suitable role........................................................................................16
P7 Strength and weakness of interview process................................................................19
M4 Evaluating job interview process..................................................................................20
D3 Critical reflection of job interview process.....................................................................21
Conclusion..............................................................................................................................21
Reference list.........................................................................................................................22
2

Introduction
Professional development plan is one of the most important aspects of improving a travel as
well as tourism sector. Various key features are there for ongoing development, such as
greater employability, personal satisfaction, chances of promotion along with flexibility. Skill
and competency of HR assistants of Costsaver include cooperation, operation management,
project management as well as scheduling and meaningful communication. The building of
effective communication is also included. This study is intending to analyze various key
benefits of professional development. Key skills and competencies as comparison to own
eligibility are also aiming to highlight in this study.
LO1. Importance of ongoing professional development
P1 Key benefits of ongoing professional development
Ongoing professional and learning development plan are now attracting the attention of not
only the employers but also employees and job seekers in a travel and tourism company. As
mentioned by Davis, et al. (2016:65), there is a general explanation that is a fast growing
interest for further education and various certificate programs for travel and tourism industry.
Thus, ongoing professional development plan is both the interest of employees and
stakeholders of travel as well as tourism company Cost Saver. Though there are enormous
importance factors for professional development plan for company stakeholders, some of
those are given below.
Greater employability: Greater number of employers in Costsaver is seeking for skilled and
knowledgeable individuals. For this reason, professional development plan effectively
increase the employment opportunity. As stated by Fama (2016:11), this enhances flexibility
and quality of resources and company stakeholders can able to get freedom of success.
Increased chances of promotion: Ongoing professional development plan can take a part
in further certificate program and education. For gaining specialized knowledge, employees
of travel and tourism sector can increase the chances of promotion. As stated by Grove
(2016:39), for the consequence, stakeholders can engage with larger community and sustain
vulnerable subject.
Increased adaptability and flexibility: Ongoing professional development plan allows
candidates to keep up them with several changes as well as to adapt realities. Moreover,
this plan includes part-time arrangement of work that offers various opportunities. The
outcome for this is stakeholders can remove barriers and equalise the accesses.
3

Improve performance: Ongoing professional development plan can increase
competitiveness and productivity. The fast-growing travel and tourism business is now
encouraging employees by providing hospitality training. Likewise, trained and educated
workers are productive as well as better performing. This results in the improvement of
competitiveness and profit of stakeholders.
Personal satisfaction: Ongoing professional development plan increase the value in the
labor market and provides personal satisfaction. For the consequence, stakeholders can get
some pleasant workers to work with. As travel and tourism sector is fast growing in all time,
a good learner can achieve at success, which stimulates business.
This is also necessary to understand the most relevant benefits of stakeholders group such
as a global community and national community.
P2 Expectation from professional employment
Human resources in a Travel, as well as tourism sector, is a growing career segment in all
aspects. Most of the HR assistant managers are growing into a high-level position and
responsibility. The competency of HR assistance is to sustain a healthy work environment
and a productive workforce. As mentioned by Guerrant (2016:13), in order to achieve the
role, they need to have primarily 4 competencies, such as communication, critical thinking as
well as leadership and relationship building.
Communication: An HR Assistant must have the ability to interact with every stakeholder in
the travel and tourism sector. Besides, effective communication skill works as an outsourcing
provider. They need to know the time and place to adopt the communication skill to match
with situation and audience. This is necessary to convey a good employment practice for
Costsaver and ensure the same guidelines to be followed.
Critical and analytical thinking: The HR Assistant of Costsaver needs to be engaged with
high effective decision making and problem-solving. Moreover, they have to exercise specific
sound judgment in several areas. As for an example, without significant consideration of the
impact of outsourcing, for overall company, this is impossible to make any critical decision.
HR Assistant is involved in presenting Costsaver in an employment litigation matter. As per
the opinion of Kuykendall (2017:56), his approach requires that assistants are able to justify
effective action of the company such as hiring along with firing.
Relationship making: HR Assistants are involved in creating the most cohesive travel and
tourism sector that work in a collaborative way. For the consequence, the company can be
able to achieve business objective regarding workforce development. In addition, the
competency of the HR Assistant includes the capability to create trust and credibility. As
noted by McCue (2016:21), this helps to balance the business obligations for employees and
4

organisation. For this reason, Interpersonal relationship ability is the most fundamental
competency of HR Assistant.
Leadership: besides the above, this is also an essential competency need to have an HR
Assistant of Cotsaver. The primary role of them is to create a strategic plan of multiple
departments including operational and financial. Specifically, in the process, they identify the
functional elements and justify those, and take a significant responsibility. For this reason,
leadership competency is critical. Moreover, HR Assistant has to direct several activities of
the human resource department. In conflict resolution, they recognize several signs of
dispute along with initiate appropriate action. As pointed by Mosakowski (2015:43),
therefore, HR Assistant needs to have a great leadership skill to explore different solution
from different perspective.
Project management: This is one of the most critical competency need to have a HR
Assistant. For defining project through developing achievable and realistic work, they have to
manage necessary resources. As Costsaver is fast-growing travel as well as the tourism
sector, HR Assistant need to ensure deliverable product on budget, on time.
M1 Importance of ongoing professional development
● The ongoing professional development plan ensures ability to keep pace with present
standards in Travel as well as tourism sector
● This ensures the company to enhance and maintain skill and knowledge that need to
provide a professional service in tourism sector
● Ongoing professional development allows employees to make a significant
contribution in travel sector
● This helps to keep up to date and relevant with demand in travel as well as tourism
sector
D1 Evaluation of skill and competency
In order to achieve the expectation of employers in Costsaver, son of the professional skills
are required those are mentioned below.
● Positive relation with employees
● Skill of strong on boarding process
● Eligibility to be aware of Human resource Information Software, known as HRIS
● Meaningful performance management
● Collaboration as well as teamwork in tourism sector
● Hospitality service to travelers and tourists
● Project management for sustainable development of Costsaver Tour
5

LO2. Assessment of skill and competency and approaches for
development
P3 Ability, competency and skill for job role
The duties of HR Assistants play a dynamic role in multiple departments of Human
Resource. Competency and skills of HR Assistants are mentioned below.
Employee relation: Professional HR Assistants are involved in making connection with
employees and thrive to secure them. Having the capability to identify along with resolve
various employee concerns is vital. As influenced by Nemeth (2017:42), for this, they can
build a satisfactory job environment for employers and employees. Moreover, managing
package for employee benefit is also covered by the job role of HR Assistants.
Onboarding: Within the travel sector Costsaver, employee turnover is most expensive. In
order to reduce this, a good onboarding process is necessary. The reason behind this is to
match performance aspect with social aspect of job. HR Assistants need to be onboard to
improve the chance of success.
Software on Human resource details: This software allows HR Assistants to make a
lighter workload. Moreover, this helps to intersect information technology with human
resource. Consequently, this software makes the work in Costsaver more efficiently. As
stated by Parker (2015:69), the core functionality this offers to HR Assistants is to run the
tourism business systematically.
Project management: This refers to the skill of how Costsaver is improving its service in
achieving the organisational goal. HR Assistants need to have this skill to monitor the
employee's performance. In addition, this helps to develop and rate the performance.
Collaboration within team: HR Assistants has to focus on creating and finding a good
workplace, which is vital to make a cooperative team. They need to reflect mindset of
professional those are more likely to look at overall company mission.
Time schedule: Employers of Costsaver want HR employees with the best scheduling skill.
This helps to prioritize and organize work planning. For this reason, HR Assistants need to
experience the strategy of a multi-step project. This is essential to create a plan, which
allows employees of Costsaver to achieve the business goal.
Customer service: The professional of Human Resources need a plenty of leadership and
management in their work. This is the most important part in order to resolve various
workplace issues. As mentioned by Rogers et al. (2016:45), they need to analyse the
demographic, geographic customer segmentation and determine current demand.
6

Technological aptitude: The HR Assistants of Costsaver need to have knowledge of data
analysis to adapt the virtual reality. Through this competency, they can be able to identify
demand depending on technological trend.
The ability and competency of HR Assistants can be classified as two primary parts, such as
hard and soft skill.
Soft skills
● Critical planning for looking ahead
● Building positive relationship with stakeholders and customers
● Research on compliance, compensation, and benefits
● Dealing with documents and employee files
● Microsoft Word, Excel
● Organisational skill
Hard skills
● Teamwork with cooperation
● Machine operation
● Proficiency in various foreign languages
P4 Range of learning theories
The learning theories in personal as well as professional development plan include the
explanation of retaining, acquire, recall knowledge. Principle of learning theories is used as
one of the guidelines of technique, strategy, and instructional tools. This theory is involved in
behaviorism, cognitive, and constructivism.
Behaviorism: This is based on the idea of operant thinking. The theorists of behaviorism
have the belief that every people have independent knowledge. They also believe that
changes in behavior can be acquired through the association between response and
stimulation. Theorists believe learning of professional development begins from responses.
Anis (2018:323) noted that change of behavior of learners ensures the effectiveness of
development plan. The application of this theory is drill work, bonus points, participation
point, repetitive practice, and verbal reinforcement.
Cognitive: This theory is based on the procedure of behavior. The concept of this theory is
that all learners process their received information. However, they are not more likely to
respond to the stimuli. In this case, there may observe changes in behavior. Here, learners
play a crucial role to find ways of process information.
Reorganization of experiences is involved in this learning process. Some of the examples of
this theory are classifying information, providing structure, linking concept, problem-solving
and providing examples.
7

Figure 1: The range of learning theories
(Source: Johnston et al. 2016:45)
Constructivism: This theory is based on the constructed premises in an individual's
perspective of work. This type of learning depends on the way of interpretation and creation
of experience. Theorists of constructivism believe in the new process of experience. Some of
the examples of this learning theory are case study, problem-related learning, research
project, collaborative learning, and simulations.
In order to decide these strategies in professional development plan, this is important to
include the knowledge level of learners, thinking demand of process and desired outcome.
M2 Development approach for improvement of professional and
personal skill
The self-assessment learning style is most preferable in professional development plan. This
is a simple method to explore as well as confirm the preference of learning. The most proper
development approach for improving professional and personal plan is mentioned as below
(Antonaras, 2018:24).
Own competency and
skill
Development area
Attend training course Access notes on PowerPoint to watch the trainers.
8

Knowledge in
technology
Training on Information Technology courses
Receive customer
feedback
Enlist and annotate in work schedule
Knowledge in
recruitment, selection,
and induction to
employees
Attend seminar, take help from online video courses
Personality credible Experience form commercial issue
Collaboration Take professional approach
Information and service
delivery
Professional management of HR information
Table 1: Development of professional and personal skill
(Source: Gellatly, 2016:12)
LO3. Professional development plan
P5 Construction of development plan
Long
Terms
Goals
Specific career
goals
Skills to focus on Necessary action to
be initiated
Deadlin
e
HR
Director,
Costsaver
Excel in the
current
designation as
the Assistant
Human
Resource
Manager,
 Job role as
Assistant
Human
Resource
Manager
 Communicat
ion skill to
 Detailed
understanding
of the job role
as Human
Resource
Assistant
 Participating in
6
months
9

Costsaver interact with
the higher
authorities
and the
subordinate
s
 Interviewing
skill
 Latest
update
about the
new
departments
of Costsaver
requiring
manpower
conversation
with the higher
authorities and
the
subordinates as
much as
possible
 Gathering
knowledge
about the
manpower skill
required in the
new
departments
(Lewis et al.
2016:2)
Getting
promoted to
Designation of
Deputy Director
legal and payroll
 Job role as
Deputy
Director
legal and
payroll
 Proficiency
in the legal
matters
 Proficiency
in payroll job
responsibiliti
es
 Detailed
understanding
of the job role
as Deputy
Director legal
and payroll
 Handling of
minor legal
matters in the
beginning and
after a
gathering a
detailed
knowledge,
participating in
serious legal
matters
involving the
cases about
12
months
10

travel and
tourism
 Observation of
the
responsibilities
of the payroll
department
 Participating in
such minor jobs
 Taking up small
responsibilities
of the payroll
department
(Taylor,
2017:20)
Getting
promoted to
Designation of
Human
Resource
Branch Manager
 Job role as
Human
Resource
Branch
Manager
 Understandi
ng of the
areawise
travel and
tourism
sector
business
developmen
t
 Taking
charge of
the Human
Resource
Department
of that area
 Detailed
understanding
of the job role
as Human
Resource
Branch
Manager
 Applying
different tools
such as mystery
shopping for
understanding
the strategy of
the local travel
and tourism
businesses
 Analysing the
pros and cons
of the previous
trips arranged
15
months
11

 Following
the actions
of all the
departments
by that area
branch
 Critically
analysing the
role of the
executives to
whom the
responsibility of
the tours were
given
 Considering the
hiring of new
professionals in
case of
requirement
 Evaluating the
performance of
the employees
belonging to
different
departments
 Arranging the
interview to
recruit new
professionals
Getting
promoted to
Designation of
General Human
Resource
Manager
 Job role as
General
Human
Resource
Manager
 Understandi
ng the
general
human
resource
 Detailed
understanding
of the job role
as General
Human
Resource
Manager
 Assessing the
performance of
the
16
months
12